Mary Lorenz, writer
If you worry about every possible way you can blow a job interview -- from mispronouncing the boss's name to babbling incessantly when you don't know what else to say -- you're going to walk in there feeling like you're destined to fail. True, job interviews are rife with opportunities for you to embarrass yourself, but hiring managers are more forgiving than you might think.
如果你擔心任何可能會導致你面試告吹的事情——比如把老闆名字唸錯，或是不知道該說什麼而唔唔啊啊個不停——你在走入面試現場時就會有註定失敗的感覺。不錯，面試中充滿了令人窘迫的陷阱，不過招聘經理可比你想象的要寬容。
We consulted some hiring experts about what is really going on inside their heads when interviewing job applicants. They offered the following insights:
我們諮詢了一些招聘專家，詢問他們在面試中的真實想法。他們分享的見解如下：
They like you. They really like you.
他們喜歡你。真的'是喜歡你。
"I tend to walk into every interview wanting to hire that person," says Christine Peterson, Senior Vice President of Marketing for TripAdvisor. In addition to having the right skills and experience, she says, candidates who come across as "nice, smart and going to have to work pretty hard to convince me NOT to hire them," Peterson says. She's seen her fair share of applicants who didn't meet these standards, including one otherwise-qualified candidate who was cut from consideration after she insisted that the receptionist who greeted her for her interview throw out a perfectly good pot of coffee and make her a fresh pot. While Peterson is willing to give most applicants the benefit of the doubt -- after all, they put in the time and effort to submit an application and come in for an interview -- she believes no amount of qualifications will make up for "jerkness."
TripAdvisor市場行銷資深副總裁Christine Peterson說：“每次面試新人時我都希望能僱用他”。她說，那些擁有所需要的技能和經驗，又“善良、聰明、幽默的求職者得‘非常努力’才能讓我不僱他們呢”。她也見過那些達不到這些標準的應聘者，其中就有一位本來合格的人選，但是由於此人堅持要求接待她的工作人員為她換掉一壺上好的咖啡、另泡一壺而被排除在考慮範圍之外。雖然Peterson願意對多數應聘者往好處想——畢竟這些人花了時間和精力、投簡歷來面試——但她認為即使這個應聘者再有能力，公司也不能接受一個“蠢蛋”。
They don't want to hear what you think they want to hear.
他們不希望聽到你認為他們希望聽到的話
"Interviewers have gotten very smart to pick up if someone's saying just what a book is telling them to say," says Mary Gormandy White, a professional consultant in Mobile Ala. By only saying what they think the employer wants to hear, job candidates are simply putting on an act, and employers can see right through that. "You have to be yourself in an interview and you have to be sincere," she says.
Mobile Ala.的職業顧問 Mary Gormandy White說：“面試官都很聰明，能覺察出這個人是不是在說套話。”應聘者僅僅說那些自認為面試官喜歡聽的，就等於在逢場作戲，僱主一眼就能就看透。她說：“在面試中你得做自己、要真誠。”
They don't expect you to have all the answers.
他們沒有期待你能回答所有問題
"Employers are more interested in how you find answers to things you don't know than in having you pretend to know something you don't," says Linda Finkle, executive coach at a management consulting firm based in Potomac, Md. In some cases, she says, the interviewer may ask a question that he or she doesn't expect you to be able to answer simply to see how you handle it. If you ever find that you don't know the answer to an interviewer's question, the best thing to do is to admit that you don't know, but either add that you could give an educated guess or provide a way you might go about finding the answer. Most importantly, if you don't know, don't try to fake it. "Not knowing is OK. Making something up or pretending to know is not," Finkle says.
馬里蘭州一家管理諮詢公司的企業高官輔導教練Linda Finkle說：“僱主更感興趣的是你如何尋找答案而不是不懂裝懂。”她說，有時候面試官會問一個他/她不期望你能回答的問題，就是看看你如何應對。如果你不知道答案，最好承認不知道，但你可以補充你願進行合理推測，或者給出你尋找答案的方法。最重要的是不要作假。Finkle 說：“不知道沒有關係。瞎編或是假裝知道就有問題了。”
They want you to want them.
他們希望你也願意接受他們作為僱主
According to Michele Minten, director of Centralized Recruiting for a Chicago-based recruiting company, one of the worst things a job candidate can do is not express genuine interest in the job or the company. As much as the recruiter wants to sell the candidate on the position and company, he or she also wants to know that the candidate actually wants to work in that position or for that company. Peterson agrees. "When I hear applicants expressing energy and enthusiasm for our company and our product, I want to hire them," she says.
芝加哥一家招聘公司Centralized Recruiting部門的主任Michele Minten認為，應聘者最大的錯誤之一就是對公司或工作表現不出真正的興趣。招聘人員希望向應聘者“推銷”公司和職位的意義；他們也想知道應聘者是不是真地希望要這個職位或為這家公司工作。Peterson也認同這一點。她說：“當我聽到應聘者對公司和產品表達熱情和活力的話，我就想僱用他們。”